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16 results (expanded search) for "developmental-diagnosis"
Leadership
Coaching for Confidence vs. Coaching for Competence
First diagnose: does the person lack an actual skill (competence), or have it but not trust using it (confidence)? The treatment is entirely different for each.
Professional
Skills-Gap Audit
Compare your skills to a dream job's requirements, identify 3 gaps to close in 90 days.
Social
Broken Record for Repeated Pressure
Repeat the same refusal in the same words calmly, no matter how the other person reshapes the pressure.
Social
The Apology-Free No
Say no in three sentences: thanks, refusal, closing — with no "sorry" or justification.
Social
The Ready-No Sentence
Memorize one 7-word refusal sentence and rehearse it until it emerges automatically under pressure.
Social
No Without Apology
Say "no, I can't" — complete sentence. No explanation, no apology.
Administrative
"Who Else Could?" Question
Every time you catch yourself doing a task, ask: who else? And why didn't they?
Leadership
GROW Model for Coaching Conversations
A 30-min conversation with a report: Goal, Reality, Options, Will — to grow their thinking instead of giving answers.
Leadership
Bank of 10 Powerful Questions
Memorize 10 coaching questions that open any conversation, replacing answers 80% of the time.
Leadership
Finding a Mentor Practically
Instead of "will you be my mentor?", request a specific 30-min meeting around one question.
Leadership
Feedforward Coaching
Instead of feedback on the past, ask reports for future suggestions — less defensiveness, higher application.
Leadership
Multiplier vs. Diminisher Diagnosis
Determine if you multiply your team's intelligence or drain it via 5 specific leader behaviors.
Leadership
Four-Dimensional Energy Portfolio
Your energy = 4 dimensions: physical, mental, emotional, spiritual. Rate 1-10 and plan for weakest.
Leadership
Identifying Loyalties: To Whom Does Each Person Owe Allegiance?
People resist change not from laziness, but because their loyalties are at risk. Discover the loyalty before expecting movement.
Leadership
CCL's 70-20-10 Development Model
Real development: 70% from hard assignments, 20% from relationships, 10% from training. Focus on the 70.
Leadership
Coaching Through a Plateau
When someone's progress stalls despite real effort, look for what changed in their performance pattern, not just "less motivation".